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Most HR software is sold as modules — a core, a payroll add-on, a performance tier — and the list is long because each module needs its own record of a person.
Here there is one personnel record, so the features are views of it rather than products beside it. That makes the list shorter and the joins the interesting part.
Every entry below names the products it is joined to. Those joins are the specification, not a footnote.
Documents, salary history, roles and lifecycle events in one place, with field-level access rather than a shared folder.
Rotas, clock-ins and corrections that produce the timesheet instead of being reconciled against it.
Balances, policies and requests that route to the real manager and appear in delivery capacity immediately.
Cycles drawn from approved time, with payslips, adjustments and a trail back to the hours that produced them.
Offer accepted to first day as a checklist with owners, so equipment, access and training are not a group chat.
Teams, managers and cost centres that permissions, approvals and reporting all read from the same place.
Roles, applicants and interviews on the record the eventual employee keeps, so an accepted offer becomes an onboarding rather than a fresh form.
Reviews, goals and feedback against the reporting line the personnel file already holds, not a parallel org chart kept by hand.
Courses and certifications attached to the person, so a compliance renewal is a date on the record rather than somebody's spreadsheet.
What the company gave someone and what it still owns — policies, devices, allowances — on the same row as their employment.
Announcements, surveys and an HR queue that answers from the personnel record instead of asking the employee to restate it.
A person is entered once, at the point an offer is accepted, and everything after that reads the same row. Attendance and leave attach to it, payroll runs from what those record, onboarding and offboarding generate from the dates on it, and the org chart is a view rather than a maintained document.
The joins outward matter more than the ones inward. Approved leave reduces delivery capacity in Loop, the pay run posts by cost centre in Books, and access requests route through Desk to the right approver — none of which needs an integration, because none of it needs a copy.
Nothing here is a tier. Field-level permissions, multi-entity payroll, the audit trail and the API behave the same whether you run Nest alone or all seven.
Open somebody's record and you are looking at the row Loop reads for availability, Books posts payroll cost against, and Desk checks before routing a ticket. There is no synchronisation step, because there is nothing to synchronise.
Not add-ons and not an enterprise tier. These behave the same whether you run one product or all seven.
If you are replacing a spreadsheet, start with attendance and leave. It is where the administrative time actually goes, and it is the feature people notice within a week.
If you are replacing an HR system that works, start with payroll and the postings. That is the join most systems do not have, and it is the one that changes what finance and delivery can see.
Yes. Every feature listed here works with Nest alone. Where one says it joins another product, that join simply waits — switching the other product on later needs no migration, because the record it wants is already there.
No. Custom fields, permissions, automations, the audit trail and the API behave the same on the smallest plan as on the largest. The list on this page is the whole list.
Work backwards from the handover that costs you most. The feature that removes a manual step between two teams is worth more than the one with the longest description.
Fourteen days, every module, no card. Or half an hour with someone who will use your own numbers.